Zero-Hours Contract Earnings Calculator

Zero-hours contracts do not guarantee any minimum working hours, making income unpredictable. However, workers on these contracts still have statutory employment rights including the National Minimum Wage, paid annual leave (5.6 weeks pro rata based on hours worked), rest breaks and protection from discrimination.

Holiday entitlement for zero-hours workers is calculated as 12.07% of hours worked, giving the equivalent of 5.6 weeks per year. This can be paid as rolled-up holiday pay (included in each pay packet) or accrued and taken as time off. The method must be clearly stated in the contract.

This calculator estimates your annual earnings, holiday pay and statutory entitlements based on your average weekly hours and hourly rate. It also shows estimated tax and NI, and flags if your earnings fall below the NI Primary Threshold, meaning you would not build State Pension qualifying years.

Zero-hours contract realities 2026. No guaranteed hours each week, but you're still entitled to: NMW for hours worked, holiday pay (12.07% of pay earned), Statutory Sick Pay if eligible, written statement of terms from day 1. Common abuses: 'exclusivity clauses' (illegal since May 2015 — you can work elsewhere), unfair scheduling, sudden hours cuts as informal discipline.

Holiday pay for zero-hours. Calculate as 12.07% of pay earned each pay period (28 days ÷ 232 working days × 100 = 12.07%). On £1,000 earnings: £121 holiday pay accrued. Pay this when worker takes leave (not 'rolled up' into hourly rate — illegal since April 2020 court decisions). For irregular workers, holiday pay must reflect 52-week reference period of 'normal' pay.

Worker status — when are you actually employed?

Many 'zero-hours workers' are actually 'workers' (mid-status) or even 'employees' (full status) under UK law. Tests: control by employer, mutuality of obligation, integration into business, exclusivity. Uber drivers, gig workers, regular long-term temps often actually have employee rights despite contracts saying otherwise. Tribunal cases (Uber 2021, Pimlico Plumbers, etc) clarified. Worth checking — employees have stronger protections than workers.

April 2026 zero-hours reforms (Employment Rights Bill). Workers can request a contract reflecting their actual regular hours after 12 weeks. Anti-victimisation protection (employer can't cut hours for asking). Right to reasonable notice of shifts and compensation for cancelled shifts. Major upgrade from current legal position — many casual workers will gain regular contracts. Comes into effect in stages 2026-2027.